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2, <br />U <br />A. Revision Objectives <br />The specific objectives of the Disciplinary Action <br />policy revision are to: <br />1. Make. the disciplinary action policy more clear <br />- and - understandable for supervisors. <br />2. Assure that legal due process requirements are met <br />in carrying out any disciplinary action. <br />3. Include the Personnel Department's role. <br />4. Specify the policy coverage as to the various types <br />of employees. <br />5. Compile in one place the major guides for employee <br />performance and conduct in a format which will <br />facilitate their communication. <br />B. Key Changes <br />Key changes include the following: <br />1. Coverage New Item 4.2 <br />This clarifies the policy coverage. It reflects <br />the current practice and does not represent a <br />change in coverage. <br />2. Disciplinary Action Based on Work Performance <br />(Revised Section 4.5.1 Exceptions <br />This provides the flexibility with the County <br />Manager's prior approval, to take an action other <br />than Oral Warning in instances of certain serious <br />work performance deficiencies which may not fall in <br />the personal conduct category. <br />3. Personnel De artment Role New Section 4.7 <br />This section specifies and clarifies the role the <br />Personnel Department and Personnel Director play in <br />the Disciplinary Action process. <br />4. Investigative Suspension New Section 4.8 <br />This section has been changed to allow for an <br />employee to be suspended with pay pending an <br />investigation. This change was made on the advice <br />of the County Attorney. <br />